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Key Objectives

To augment knowledge and skills relevant to HRD, its philosophy, processes and implementation, through exploration and experimentation.

To generate, acquire and continuously develop new knowledge and skills related to HRD through research and development.

To build a rigorous, scientific storehouse of knowledge and skills for HRD.

To disseminate HRD knowledge and skills among HRD professionals and practitioners, and share information and experiences relating to HRD.

To strengthen the HRD movement in the country by:
(a) Drawing the attention of chief executives of different organisations, agencies and Government departments to HRD philosophy and processes and their benefits; and
(b) Assisting organisations and agencies in designing and implementing HRD systems, evaluating the impact of HRD systems and processes, and feeding back the results for improvement.

To break new ground for the HRD movement in terms of coverage of different human systems and organisations based on national needs as well as innovative approaches and technologies.

To develop and maintain standards of professional excellence in HRD.

To act as a clearinghouse for all referrals related to HRD activities in the country.

The distance organizations need to travel from ‘Good’ to ‘Great’ depends a lot on their ability to deliver sustained business performance that creates a win-win for all key stakeholders. A key enabler to this is a robust Performance Management system that motivates employees to take stretch goals and reward them for the meaningful contributions.

Planning for talent – quality and quantity – and then attracting them is one of the constant challenges HR professionals face in today’s War for Talent. Does your organization have a formal manpower planning process? What are the recruitment channels you use most frequently? What recruitment metrics are used by organizations?